/*
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The code was prepared by the Institute for Structural Research - IBS.
In case of using it please include the following citation:

Hardy, W., Keister, R. and Lewandowski, P. (2018). Educational upgrading, structural change and the task composition of jobs in Europe. Economics Of Transition 26.

For details, you can find the paper here: https://onlinelibrary.wiley.com/doi/full/10.1111/ecot.12145
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This code was written for Stata 12 but should work for other versions without any or any major changes.
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Other Notes
* The code below was last run for the 20.1 O*NET dataset release (2015).
* Parts of the code are based on the do-files provided on the website of David Autor (http://economics.mit.edu/faculty/dautor/data/acemoglu) and his measures of task content.
* The initial conversion to .dta format might be different for previous years (that are not in .xlsx), but should pose no problems.
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*/


//insert the path to your .xlsx O*NET data directory. Files required for the derivation of task content items:
* Abilities.xlsx
* Skills.xlsx
* Work Activities.xlsx
* Work Context.xlsx

global main "$in_ONET" 

//downloaded from: https://www.onetcenter.org/database.html . 
*global source "C:\Users\bisztray.marta\Downloads\onetsoc_to_isco_cws_ibs\db_15_1"   
global source "${in_ONET}\db_15_1"  

//insert the path to your crosswalks directory.
*global crosswalks "C:\Users\bisztray.marta\Downloads\onetsoc_to_isco_cws_ibs"
global crosswalks "${in_ONET}\onetsoc_to_isco_cws_ibs"

//insert the path for your output files (the do-file will create several .dta files along the way - one for each classification).
*global output "C:\Users\bisztray.marta\Downloads\onetsoc_to_isco_cws_ibs\output"
global output "${in_ONET}\output"

clear all	

//save the data in .dta format.
*import excel using "$source\\Abilities.xlsx", firstrow clear
import delimited "$source\\Abilities.txt", clear
	rename *, lower
save "$source\\Abilities.dta", replace

*import excel using "$source\\Skills.xlsx", firstrow clear
import delimited "$source\\Skills.txt",  clear
	rename *, lower
save "$source\\Skills.dta", replace

*import excel using "$source\\Work Activities.xlsx", firstrow clear
import delimited "$source\\Work Activities.txt",  clear
	rename *, lower
save "$source\\Work Activities.dta", replace

*import excel using "$source\\Work Context.xlsx", firstrow clear
import delimited "$source\\Work Context.txt",  clear
	rename *, lower
save "$source\\Work Context.dta", replace

import delimited "$source\\Work Styles.txt",  clear
	rename *, lower
save "$source\\Work Styles.dta", replace


//append the prepared O*NET data, but only the needed variables
clear all
append using "$source\Abilities.dta", keep(scaleid datavalue onetsoccode elementid)
append using "$source\Skills.dta", keep(scaleid datavalue onetsoccode elementid)
append using "$source\Work Context.dta", keep(scaleid datavalue onetsoccode elementid)
append using "$source\Work Activities.dta", keep(scaleid datavalue onetsoccode elementid)
append using "$source\Work Styles.dta", keep(scaleid datavalue onetsoccode elementid)

//keep only the needed measurements 
keep if scaleid=="IM" | scaleid=="CX"  | //importance and context -- why not include also the level LV??
drop scaleid

//simplify values and names
rename datavalue score
replace elementid=subinstr(elementid, ".", "", 5) 

//reshape so that each ONET-SOC code has one observation with all task measures */
reshape wide score, i(onetsoccode) j(elementid) string

//simplify names
renpfix score t_

//some correction for the calculation of task contents (scale reversion of selected items)
gen t_4C3b8_rev=6-t_4C3b8
gen t_4C1a2l_rev=6-t_4C1a2l
gen t_4C2a3_rev=6-t_4C2a3
foreach var in t_4A4a4 t_4A4a5 t_4A4a8 t_4A4b5 t_4A1b2 t_4A3a2 t_4A3a3 t_4A3a4 t_4A3b4 t_4A3b5 {
	gen `var'_rev=6-`var'
}

//keep only needed items
*keep onetsoccode t_4A2a4 t_4A2b2 t_4A4a1 t_4A4a4 t_4A4b4 t_4A4b5 t_4C3b7 t_4C3b4 t_4C3b8_rev t_4C3d3 t_4A3a3 t_4C2d1i t_4A3a4 t_4C2d1g t_1A2a2 t_1A1f1 t_2B1a t_4C1a2l_rev t_4A4a5_rev t_4A4a8_rev t_4A1b2_rev t_4A3a2_rev t_4A3b4_rev t_4A3b5_rev
keep onetsoccode t_1A2* t_1A3* t_1A4* t_1C* t_2B* t_4A2* t_4A3* t_4A4* t_4C1* t_4C2* t_4C3*
//1.A.2 Physical Abilities
//1.A.3 Psychomotor Abilities
//1.A.4 Sensory Abilities
//1.C Work Styles
//2.B.1 Social Skills
//2.B.2 Complex Problem Solving Skills
//2.B.3	Technical Skills
//2.B.4 System Skills
//2.B.5 Resource Management Skills
//4.A.2 Mental Processes
//4.A.3 Work Output
//4.A.4 Interacting With Others
//4.C.1 Interpersonal Relationships
//4.C.2 Physical Work Conditions
//4.C.3 Structural Job Characteristics

//final cleaning
sort onetsoccode
rename onetsoccode onetsoc10


*******the following lines will convert the values to other classifications, averaging them along the way, by classification codes*******
*******the code will save the data in each classification along the way, modify this as necessary if you only want to acquire one final file*******

//saving the clean, O*NET-SOC 10 data
save "$output\onetsoc10.dta", replace


//from O*NET-SOC 10 to O*NET-SOC 09
use "$output\onetsoc10.dta", clear
	joinby onetsoc10 using "$crosswalks\onetsoc09_onetsoc10.dta"
	collapse (mean) t_* , by(onetsoc09)
save "$output\onetsoc09.dta", replace

//from O*NET-SOC 10 to SOC 10
use "$output\onetsoc10.dta", clear
	replace onetsoc10 = subinstr(onetsoc10, "-", "", 1)
	destring onetsoc10, replace
	gen soc10=int(onetsoc10)
	collapse (mean) t_* , by(soc10)
save "$output\soc10.dta", replace

//from O*NET-SOC 09 na SOC 00
use "$output\onetsoc09.dta", clear
	replace onetsoc09 = subinstr(onetsoc09, "-", "", 1)
	destring onetsoc09, replace
	gen soc00=int(onetsoc09)
	collapse (mean) t_* , by(soc00)
save "$output\soc00.dta", replace

//from SOC 10 to ISCO-08
use "$output\soc10.dta", clear
	joinby soc10 using "$crosswalks\soc10_isco08.dta"
	collapse (mean) t_*, by(isco08)
save "$output\isco08.dta", replace

//from SOC 00 to ISCO-88
use "$output\soc00.dta", clear
	joinby soc00 using "$crosswalks\isco88_soc00.dta"
	collapse (mean) t_* , by(isco88)
	destring isco88, replace
	drop if isco88==.
save "$output\isco88.dta", replace


********************
***Convert ISCO-08 to FEOR-08
********************

import excel "$main\fordkulcs_isco08_feor08.xlsx", sheet("Table 1") firstrow clear

keep ISCO08 FEOR08
rename ISCO08 isco08
rename FEOR08 feor08

save "$main\isco08_to_feor08.dta", replace

use "$output\isco08.dta", clear
merge 1:m isco08 using "$main\isco08_to_feor08.dta", nogen keep(master match) 
*more than one isco code might belong to one feor code - take the average of the O*NET indicators in that case (OK???)
collapse (mean) t_*, by(feor08)
drop if feor08==.

save "$output\feor08.dta", replace

********************
***Convert FEOR-08 to FEOR-93
********************

import excel "$main\fordkulcs_feor93_feor08.xlsx", sheet("Table 1") firstrow clear
destring feor08, replace

save "$main\feor93_to_feor08.dta", replace


use "$output\feor08.dta", clear
merge 1:m feor08 using "$main\feor93_to_feor08.dta", nogen keep(master match) 
*more than one feor93 code might belong to one feor08 code - take the average of the O*NET indicators in that case (OK???)
collapse (mean) t_*, by(feor93)
drop if feor93==.

save "$output\feor93.dta", replace




********************
***Convert FEOR-08 to FEOR-93 (version that is valid since 1997)
********************

/* Variables:
1.A.2	Psychomotor Abilities	Abilities that influence the capacity to manipulate and control objects
1.A.2.a	Fine Manipulative Abilities	Abilities related to the manipulation of objects
1.A.2.a.1	Arm-Hand Steadiness	The ability to keep your hand and arm steady while moving your arm or while holding your arm and hand in one position.
1.A.2.a.2	Manual Dexterity	The ability to quickly move your hand, your hand together with your arm, or your two hands to grasp, manipulate, or assemble objects.
1.A.2.a.3	Finger Dexterity	The ability to make precisely coordinated movements of the fingers of one or both hands to grasp, manipulate, or assemble very small objects.
1.A.2.b	Control Movement Abilities	Abilities related to the control and manipulation of objects in time and space
1.A.2.b.1	Control Precision	The ability to quickly and repeatedly adjust the controls of a machine or a vehicle to exact positions.
1.A.2.b.2	Multilimb Coordination	The ability to coordinate two or more limbs (for example, two arms, two legs, or one leg and one arm) while sitting, standing, or lying down. It does not involve performing the activities while the whole body is in motion.
1.A.2.b.3	Response Orientation	The ability to choose quickly between two or more movements in response to two or more different signals (lights, sounds, pictures). It includes the speed with which the correct response is started with the hand, foot, or other body part.
1.A.2.b.4	Rate Control	The ability to time your movements or the movement of a piece of equipment in anticipation of changes in the speed and/or direction of a moving object or scene.
1.A.2.c	Reaction Time and Speed Abilities	Abilities related to speed of manipulation of objects
1.A.2.c.1	Reaction Time	The ability to quickly respond (with the hand, finger, or foot) to a signal (sound, light, picture) when it appears.
1.A.2.c.2	Wrist-Finger Speed	The ability to make fast, simple, repeated movements of the fingers, hands, and wrists.
1.A.2.c.3	Speed of Limb Movement	The ability to quickly move the arms and legs.
1.A.3	Physical Abilities	Abilities that influence strength, endurance, flexibility, balance and coordination
1.A.3.a	Physical Strength Abilities	Abilities related to the capacity to exert force
1.A.3.a.1	Static Strength	The ability to exert maximum muscle force to lift, push, pull, or carry objects.
1.A.3.a.2	Explosive Strength	The ability to use short bursts of muscle force to propel oneself (as in jumping or sprinting), or to throw an object.
1.A.3.a.3	Dynamic Strength	The ability to exert muscle force repeatedly or continuously over time. This involves muscular endurance and resistance to muscle fatigue.
1.A.3.a.4	Trunk Strength	The ability to use your abdominal and lower back muscles to support part of the body repeatedly or continuously over time without 'giving out' or fatiguing.
1.A.3.b	Endurance	The ability to exert oneself physically over long periods without getting out of breath
1.A.3.b.1	Stamina	The ability to exert yourself physically over long periods of time without getting winded or out of breath.
1.A.3.c	Flexibility, Balance, and Coordination	Abilities related to the control of gross body movements
1.A.3.c.1	Extent Flexibility	The ability to bend, stretch, twist, or reach with your body, arms, and/or legs.
1.A.3.c.2	Dynamic Flexibility	The ability to quickly and repeatedly bend, stretch, twist, or reach out with your body, arms, and/or legs.
1.A.3.c.3	Gross Body Coordination	The ability to coordinate the movement of your arms, legs, and torso together when the whole body is in motion.
1.A.3.c.4	Gross Body Equilibrium	The ability to keep or regain your body balance or stay upright when in an unstable position.
1.A.4	Sensory Abilities	Abilities that influence visual, auditory and speech perception
1.A.4.a	Visual Abilities	Abilities related to visual sensory input
1.A.4.a.1	Near Vision	The ability to see details at close range (within a few feet of the observer).
1.A.4.a.2	Far Vision	The ability to see details at a distance.
1.A.4.a.3	Visual Color Discrimination	The ability to match or detect differences between colors, including shades of color and brightness.
1.A.4.a.4	Night Vision	The ability to see under low light conditions.
1.A.4.a.5	Peripheral Vision	The ability to see objects or movement of objects to one's side when the eyes are looking ahead.
1.A.4.a.6	Depth Perception	The ability to judge which of several objects is closer or farther away from you, or to judge the distance between you and an object.
1.A.4.a.7	Glare Sensitivity	The ability to see objects in the presence of glare or bright lighting.
1.A.4.b	Auditory and Speech Abilities	Abilities related to auditory and oral input
1.A.4.b.1	Hearing Sensitivity	The ability to detect or tell the differences between sounds that vary in pitch and loudness.
1.A.4.b.2	Auditory Attention	The ability to focus on a single source of sound in the presence of other distracting sounds.
1.A.4.b.3	Sound Localization	The ability to tell the direction from which a sound originated.
1.A.4.b.4	Speech Recognition	The ability to identify and understand the speech of another person.
1.A.4.b.5	Speech Clarity	The ability to speak clearly so others can understand you.
1.C	Work Styles	Personal characteristics that can affect how well someone performs a job.
1.C.1	Achievement Orientation	Job requires personal goal setting, trying to succeed at those goals, and striving to be competent in own work
1.C.1.a	Achievement/Effort	Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
1.C.1.b	Persistence	Job requires persistence in the face of obstacles.
1.C.1.c	Initiative	Job requires a willingness to take on responsibilities and challenges.
1.C.2	Social Influence	Job requires having an impact on others in the organization, and displaying energy and leadership
1.C.2.b	Leadership	Job requires a willingness to lead, take charge, and offer opinions and direction.
1.C.3	Interpersonal Orientation	Job requires being pleasant, cooperative, sensitive to others, easy to get along with, and having a preference for associating with other organization members
1.C.3.a	Cooperation	Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
1.C.3.b	Concern for Others	Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.
1.C.3.c	Social Orientation	Job requires preferring to work with others rather than alone, and being personally connected with others on the job.
1.C.4	Adjustment	Job requires maturity, poise, flexibility, and restraint to cope with pressure, stress, criticism, setbacks, personal and work-related problems, etc.
1.C.4.a	Self Control	Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
1.C.4.b	Stress Tolerance	Job requires accepting criticism and dealing calmly and effectively with high stress situations.
1.C.4.c	Adaptability/Flexibility	Job requires being open to change (positive or negative) and to considerable variety in the workplace.
1.C.5	Conscientiousness	Job requires dependability, commitment to doing the job correctly and carefully, and being trustworthy, accountable, and attentive to details
1.C.5.a	Dependability	Job requires being reliable, responsible, and dependable, and fulfilling obligations.
1.C.5.b	Attention to Detail	Job requires being careful about detail and thorough in completing work tasks.
1.C.5.c	Integrity	Job requires being honest and ethical.
1.C.6	Independence	Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done.
1.C.7	Practical Intelligence	Job requires generating useful ideas and thinking things through logically
1.C.7.a	Innovation	Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems.
1.C.7.b	Analytical Thinking	Job requires analyzing information and using logic to address work-related issues and problems.
2.B	Cross-Functional Skills	Developed capacities that facilitate performance of activities that occur across jobs
2.B.1	Social Skills	Developed capacities used to work with people to achieve goals
2.B.1.a	Social Perceptiveness	Being aware of others' reactions and understanding why they react as they do.
2.B.1.b	Coordination	Adjusting actions in relation to others' actions.
2.B.1.c	Persuasion	Persuading others to change their minds or behavior.
2.B.1.d	Negotiation	Bringing others together and trying to reconcile differences.
2.B.1.e	Instructing	Teaching others how to do something.
2.B.1.f	Service Orientation	Actively looking for ways to help people.
2.B.2	Complex Problem Solving Skills	Developed capacities used to solve novel, ill-defined problems in complex, real-world settings
2.B.2.i	Complex Problem Solving	Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
2.B.3	Technical Skills	Developed capacities used to design, set-up, operate, and correct malfunctions involving application of machines or technological systems
2.B.3.a	Operations Analysis	Analyzing needs and product requirements to create a design.
2.B.3.b	Technology Design	Generating or adapting equipment and technology to serve user needs.
2.B.3.c	Equipment Selection	Determining the kind of tools and equipment needed to do a job.
2.B.3.d	Installation	Installing equipment, machines, wiring, or programs to meet specifications.
2.B.3.e	Programming	Writing computer programs for various purposes.
2.B.3.g	Operation Monitoring	Watching gauges, dials, or other indicators to make sure a machine is working properly.
2.B.3.h	Operation and Control	Controlling operations of equipment or systems.
2.B.3.j	Equipment Maintenance	Performing routine maintenance on equipment and determining when and what kind of maintenance is needed.
2.B.3.k	Troubleshooting	Determining causes of operating errors and deciding what to do about it.
2.B.3.l	Repairing	Repairing machines or systems using the needed tools.
2.B.3.m	Quality Control Analysis	Conducting tests and inspections of products, services, or processes to evaluate quality or performance.
2.B.4	Systems Skills	Developed capacities used to understand, monitor, and improve socio-technical systems
2.B.4.e	Judgment and Decision Making	Considering the relative costs and benefits of potential actions to choose the most appropriate one.
2.B.4.g	Systems Analysis	Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
2.B.4.h	Systems Evaluation	Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.
2.B.5	Resource Management Skills	Developed capacities used to allocate resources efficiently
2.B.5.a	Time Management	Managing one's own time and the time of others.
2.B.5.b	Management of Financial Resources	Determining how money will be spent to get the work done, and accounting for these expenditures.
2.B.5.c	Management of Material Resources	Obtaining and seeing to the appropriate use of equipment, facilities, and materials needed to do certain work.
2.B.5.d	Management of Personnel Resources	Motivating, developing, and directing people as they work, identifying the best people for the job.
4.A.2	Mental Processes	What processing, planning, problem-solving, decision-making, and innovating activities are performed with job-relevant information?
4.A.2.a	Information and Data Processing	How is information processed to perform this job?
4.A.2.a.1	Judging the Qualities of Things, Services, or People	Assessing the value, importance, or quality of things or people.
4.A.2.a.2	Processing Information	Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.
4.A.2.a.3	Evaluating Information to Determine Compliance with Standards	Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
4.A.2.a.4	Analyzing Data or Information	Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.
4.A.2.b	Reasoning and Decision Making	What decisions are made and problems solved in performing this job?
4.A.2.b.1	Making Decisions and Solving Problems	Analyzing information and evaluating results to choose the best solution and solve problems.
4.A.2.b.2	Thinking Creatively	Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.
4.A.2.b.3	Updating and Using Relevant Knowledge	Keeping up-to-date technically and applying new knowledge to your job.
4.A.2.b.4	Developing Objectives and Strategies	Establishing long-range objectives and specifying the strategies and actions to achieve them.
4.A.2.b.5	Scheduling Work and Activities	Scheduling events, programs, and activities, as well as the work of others.
4.A.2.b.6	Organizing, Planning, and Prioritizing Work	Developing specific goals and plans to prioritize, organize, and accomplish your work.
4.A.3	Work Output	What physical activities are performed, what equipment and vehicles are operated/controlled, and what complex/technical activities are accomplished as job outputs?
4.A.3.a	Performing Physical and Manual Work Activities	What activities using the body and hands are done to perform this job?
4.A.3.a.1	Performing General Physical Activities	Performing physical activities that require considerable use of your arms and legs and moving your whole body, such as climbing, lifting, balancing, walking, stooping, and handling of materials.
4.A.3.a.2	Handling and Moving Objects	Using hands and arms in handling, installing, positioning, and moving materials, and manipulating things.
4.A.3.a.3	Controlling Machines and Processes	Using either control mechanisms or direct physical activity to operate machines or processes (not including computers or vehicles).
4.A.3.a.4	Operating Vehicles, Mechanized Devices, or Equipment	Running, maneuvering, navigating, or driving vehicles or mechanized equipment, such as forklifts, passenger vehicles, aircraft, or water craft.
4.A.3.b	Performing Complex and Technical Activities	What skilled activities using coordinated movements are done to perform this job?
4.A.3.b.1	Interacting With Computers	Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
4.A.3.b.2	Drafting, Laying Out, and Specifying Technical Devices, Parts, and Equipment	Providing documentation, detailed instructions, drawings, or specifications to tell others about how devices, parts, equipment, or structures are to be fabricated, constructed, assembled, modified, maintained, or used.
4.A.3.b.4	Repairing and Maintaining Mechanical Equipment	Servicing, repairing, adjusting, and testing machines, devices, moving parts, and equipment that operate primarily on the basis of mechanical (not electronic) principles.
4.A.3.b.5	Repairing and Maintaining Electronic Equipment	Servicing, repairing, calibrating, regulating, fine-tuning, or testing machines, devices, and equipment that operate primarily on the basis of electrical or electronic (not mechanical) principles.
4.A.3.b.6	Documenting/Recording Information	Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.
4.A.4	Interacting With Others	What interactions with other persons or supervisory activities occur while performing this job?
4.A.4.a	Communicating and Interacting	What interactions with other people occur while performing this job?
4.A.4.a.1	Interpreting the Meaning of Information for Others	Translating or explaining what information means and how it can be used.
4.A.4.a.2	Communicating with Supervisors, Peers, or Subordinates	Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
4.A.4.a.3	Communicating with Persons Outside Organization	Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.
4.A.4.a.4	Establishing and Maintaining Interpersonal Relationships	Developing constructive and cooperative working relationships with others, and maintaining them over time.
4.A.4.a.5	Assisting and Caring for Others	Providing personal assistance, medical attention, emotional support, or other personal care to others such as coworkers, customers, or patients.
4.A.4.a.6	Selling or Influencing Others	Convincing others to buy merchandise/goods or to otherwise change their minds or actions.
4.A.4.a.7	Resolving Conflicts and Negotiating with Others	Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
4.A.4.a.8	Performing for or Working Directly with the Public	Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests.
4.A.4.b	Coordinating, Developing, Managing, and Advising	What coordinating, managerial, or advisory activities are done while performing this job?
4.A.4.b.1	Coordinating the Work and Activities of Others	Getting members of a group to work together to accomplish tasks.
4.A.4.b.2	Developing and Building Teams	Encouraging and building mutual trust, respect, and cooperation among team members.
4.A.4.b.3	Training and Teaching Others	Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.
4.A.4.b.4	Guiding, Directing, and Motivating Subordinates	Providing guidance and direction to subordinates, including setting performance standards and monitoring performance.
4.A.4.b.5	Coaching and Developing Others	Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.
4.A.4.b.6	Provide Consultation and Advice to Others	Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.
4.A.4.c	Administering	What administrative, staffing, monitoring, or controlling activities are done while performing this job?
4.A.4.c.1	Performing Administrative Activities	Performing day-to-day administrative tasks such as maintaining information files and processing paperwork.
4.A.4.c.2	Staffing Organizational Units	Recruiting, interviewing, selecting, hiring, and promoting employees in an organization.
4.A.4.c.3	Monitoring and Controlling Resources	Monitoring and controlling resources and overseeing the spending of money.
4.C.1	Interpersonal Relationships	This category describes the context of the job in terms of human interaction processes
4.C.1.a	Communication	Types and frequency of interactions with other people that are required as part of this job.
4.C.1.a.2	Communication Methods	How frequently does this job require the use of the following communication methods?
4.C.1.a.2.c	Public Speaking	How often do you have to perform public speaking in this job?
4.C.1.a.2.f	Telephone	How often do you have telephone conversations in this job?
4.C.1.a.2.h	Electronic Mail	How often do you use electronic mail in this job?
4.C.1.a.2.j	Letters and Memos	How often does the job require written letters and memos?
4.C.1.a.2.l	Face-to-Face Discussions	How often do you have to have face-to-face discussions with individuals or teams in this job?
4.C.1.a.4	Contact With Others	How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it?
4.C.1.b	Role Relationships	Importance of different types of interactions with others both inside and outside the organization
4.C.1.b.1	Job Interactions	How important are interactions requiring the worker to:
4.C.1.b.1.e	Work With Work Group or Team	How important is it to work with others in a group or team in this job?
4.C.1.b.1.f	Deal With External Customers	How important is it to work with external customers or the public in this job?
4.C.1.b.1.g	Coordinate or Lead Others	How important is it to coordinate or lead others in accomplishing work activities in this job?
4.C.1.c	Responsibility for Others	Amount of responsibility the worker has for other workers as a part of this job
4.C.1.c.1	Responsible for Others' Health and Safety	How much responsibility is there for the health and safety of others in this job?
4.C.1.c.2	Responsibility for Outcomes and Results	How responsible is the worker for work outcomes and results of other workers?
4.C.1.d	Conflictual Contact	Amount of conflict that the worker will encounter as part of this job
4.C.1.d.1	Frequency of Conflict Situations	How often are there conflict situations the employee has to face in this job?
4.C.1.d.2	Deal With Unpleasant or Angry People	How frequently does the worker have to deal with unpleasant, angry, or discourteous individuals as part of the job requirements?
4.C.1.d.3	Deal With Physically Aggressive People	How frequently does this job require the worker to deal with physical aggression of violent individuals?
4.C.2	Physical Work Conditions	This category describes the work context as it relates to the interactions between the worker and the physical job environment
4.C.2.a	Work Setting	Description of physical surroundings that the worker will face as part of this job
4.C.2.a.1	Frequency Required to Work:	How frequently does this job require the worker to work:
4.C.2.a.1.a	Indoors, Environmentally Controlled	How often does this job require working indoors in environmentally controlled conditions?
4.C.2.a.1.b	Indoors, Not Environmentally Controlled	How often does this job require working indoors in non-controlled environmental conditions (e.g., warehouse without heat)?
4.C.2.a.1.c	Outdoors, Exposed to Weather	How often does this job require working outdoors, exposed to all weather conditions?
4.C.2.a.1.d	Outdoors, Under Cover	How often does this job require working outdoors, under cover (e.g., structure with roof but no walls)?
4.C.2.a.1.e	In an Open Vehicle or Equipment	How often does this job require working in an open vehicle or equipment (e.g., tractor)?
4.C.2.a.1.f	In an Enclosed Vehicle or Equipment	How often does this job require working in a closed vehicle or equipment (e.g., car)?
4.C.2.a.3	Physical Proximity	To what extent does this job require the worker to perform job tasks in close physical proximity to other people?
4.C.2.b	Environmental Conditions	Description of extreme environmental conditions the worker will be placed in as part of this job
4.C.2.b.1	Frequency in Environmental Conditions	How often during a usual work period is the worker exposed to the following conditions:
4.C.2.b.1.a	Sounds, Noise Levels Are Distracting or Uncomfortable	How often does this job require working exposed to sounds and noise levels that are distracting or uncomfortable?
4.C.2.b.1.b	Very Hot or Cold Temperatures	How often does this job require working in very hot (above 90 F degrees) or very cold (below 32 F degrees) temperatures?
4.C.2.b.1.c	Extremely Bright or Inadequate Lighting	How often does this job require working in extremely bright or inadequate lighting conditions?
4.C.2.b.1.d	Exposed to Contaminants	How often does this job require working exposed to contaminants (such as pollutants, gases, dust or odors)?
4.C.2.b.1.e	Cramped Work Space, Awkward Positions	How often does this job require working in cramped work spaces that requires getting into awkward positions?
4.C.2.b.1.f	Exposed to Whole Body Vibration	How often does this job require exposure to whole body vibration (e.g., operate a jackhammer)?
4.C.2.c	Job Hazards	Descriptions of types of hazardous conditions the worker could be exposed to as part of this job. This includes the frequency of exposure, and the likelihood and degree of injury if exposed.
4.C.2.c.1	Frequency of Exposure to Job Hazards	How often does this job require the worker to be exposed to the following hazards?
4.C.2.c.1.a	Exposed to Radiation	How often does this job require exposure to radiation?
4.C.2.c.1.b	Exposed to Disease or Infections	How often does this job require exposure to disease/infections?
4.C.2.c.1.c	Exposed to High Places	How often does this job require exposure to high places?
4.C.2.c.1.d	Exposed to Hazardous Conditions	How often does this job require exposure to hazardous conditions?
4.C.2.c.1.e	Exposed to Hazardous Equipment	How often does this job require exposure to hazardous equipment?
4.C.2.c.1.f	Exposed to Minor Burns, Cuts, Bites, or Stings	How often does this job require exposure to minor burns, cuts, bites, or stings?
4.C.2.c.2	Likelihood of Injury From Job Hazards	What is the likelihood that the worker would be injured as a result of being exposed to the following hazards while performing this job?
4.C.2.c.3	Degree of Injury	If injury, due to exposure to the following hazards, were to occur while performing this job, how serious would be the likely outcome?
4.C.2.d	Body Positioning	Amount of time the worker will spend in a variety of physical positions on this job
4.C.2.d.1	Time Spent in Body Positions	How much time in a usual work period does the worker spend:
4.C.2.d.1.a	Spend Time Sitting	How much does this job require sitting?
4.C.2.d.1.b	Spend Time Standing	How much does this job require standing?
4.C.2.d.1.c	Spend Time Climbing Ladders, Scaffolds, or Poles	How much does this job require climbing ladders, scaffolds, or poles?
4.C.2.d.1.d	Spend Time Walking and Running	How much does this job require walking and running?
4.C.2.d.1.e	Spend Time Kneeling, Crouching, Stooping, or Crawling	How much does this job require kneeling, crouching, stooping or crawling?
4.C.2.d.1.f	Spend Time Keeping or Regaining Balance	How much does this job require keeping or regaining your balance?
4.C.2.d.1.g	Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls	How much does this job require using your hands to handle, control, or feel objects, tools or controls?
4.C.2.d.1.h	Spend Time Bending or Twisting the Body	How much does this job require bending or twisting your body?
4.C.2.d.1.i	Spend Time Making Repetitive Motions	How much does this job require making repetitive motions?
4.C.2.e	Work Attire	Dress requirements of this job
4.C.2.e.1	Frequency of Wearing Work Attire	How often does the worker wear:
4.C.2.e.1.d	Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets	How much does this job require wearing common protective or safety equipment such as safety shoes, glasses, gloves, hard hats or life jackets?
4.C.2.e.1.e	Wear Specialized Protective or Safety Equipment such as Breathing Apparatus, Safety Harness, Full Protection Suits, or Radiation Protection	How much does this job require wearing specialized protective or safety equipment such as breathing apparatus, safety harness, full protection suits, or radiation protection?
4.C.3	Structural Job Characteristics	This category involves the relationships or interactions between the worker and the structural characteristics of the job
4.C.3.a	Criticality of Position	Amount of impact the worker has on final products and their outcomes
4.C.3.a.1	Consequence of Error	How serious would the result usually be if the worker made a mistake that was not readily correctable?
4.C.3.a.2	Impact of Decisions	The frequency and nature of the impact of worker's decisions on the organization
4.C.3.a.2.a	Impact of Decisions on Co-workers or Company Results	How do the decisions an employee makes impact the results of co-workers, clients or the company?
4.C.3.a.2.b	Frequency of Decision Making	How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization?
4.C.3.a.4	Freedom to Make Decisions	How much decision making freedom, without supervision, does the job offer?
4.C.3.b	Routine versus Challenging Work	The relative amounts of routine versus challenging work the worker will perform as part of this job
4.C.3.b.2	Degree of Automation	How automated is the job?
4.C.3.b.4	Importance of Being Exact or Accurate	How important is being very exact or highly accurate in performing this job?
4.C.3.b.7	Importance of Repeating Same Tasks	How important is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job?
4.C.3.b.8	Structured versus Unstructured Work	To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals?
4.C.3.c	Competition	Amount of competition that the worker will face as part of this job
4.C.3.c.1	Level of Competition	To what extent does this job require the worker to compete or to be aware of competitive pressures?
4.C.3.d	Pace and Scheduling	Description of the role that time plays in the way the worker performs the tasks required by this job
4.C.3.d.1	Time Pressure	How often does this job require the worker to meet strict deadlines?
4.C.3.d.3	Pace Determined by Speed of Equipment	How important is it to this job that the pace is determined by the speed of equipment or machinery? (This does not refer to keeping busy at all times on this job.)
4.C.3.d.4	Work Schedules	How regular are the work schedules for this job?
4.C.3.d.8	Duration of Typical Work Week	Number of hours typically worked in one week.


SUGGESTED MEASURES TO BE USED:
First, we might be interested in the physical requirements of an occupation. The following might be useful here:
- psychomotor abilities (e.g. arm-hand steadiness or wrist-finger speed), 
- physical abilities (e.g. dynamic flexibility, coordination, strength) 
- sensory abilities (e.g. vision, hearing), 
- some types of work output also refers to manual work (e.g. handling and moving objects, performing general physical activities). 
- information on physical work conditions (e.g. exposed to hazardous conditions, outdoors, physical proximity to others, spend time standing, walking, climbing ladders, make repetitive motions).
Second, it might matter to what extent remote work is possible. 
- type of work output can refer to that (e.g. documenting/recording information, working with computers). 
- required technical skills can also refer to the need for on-site manual work (e.g. equipment maintenance, installation, repairing), 
- also work context concerning interpersonal relationships (e.g. using e-mails, using the telephone).
Third, responsibility of the tasks carried out might also matter. There is information on 
- need for system skills (e.g. judgment and decision making), 
- resource management skills (e.g. management of financial resources or personnel), 
- some of the mental processes (e.g. developing objectives and strategies, making decisions), 
- some of the work activities involving interaction with others (e.g. coordinating the work with others, guiding subordinates, building teams), 
- work context concerning interpersonal relationships (lead others, frequency of conflict situations, responsibility), 
- maybe complex problem solving skills can also come here. 
- structural job characteristics can also be informative (consequence of error, impact of decisions, importance of being exact), 
- also work styles (leadership).
Fourth, it might be interesting to what extent a person needs to work with others. There are characteristics connected to 
- necessary social skills (e.g. instructing), 
- work activities including interacting with others (e.g. communicating outside the company, performing for the public, resolving conflicts, training) 
- work context concerning interpersonal relationships (e.g. contact with others, frequency of conflict situations, face-to-face communication, working with a team).
Fifth, it might also matter how stressful or inconvenient the job is. There is information about that connected to:
- physical working conditions concerning work-related hazards (e.g. exposed to hazardous equipment),  
- structural job characteristics (e.g. consequence of error, competition, time pressure, importance of being exact), 
- and in work styles (stress tolerance).
